Human Resources Business Partner

POSITION SUMMARY :

Reporting to the Human Resource Manager, the Human Resource Business Partner (HRBP) is accountable to support the development and execution of human resource plans and objectives that closely supports the overall goals of the organization for assigned business areas : Calgary Flexpipe, Field Services, Technology).

The HRBP serves as a consultant to management on human resources-related issues; act as an employee champion and change agent;

assesses and anticipates HR-related needs; and seeks to develop integrated solutions. Core functions include consulting with respect to recruitment and employer branding strategies, employee relations, dispute resolution, talent development, metrics, onboarding, retention, compensation, and general HR business support.

DUTIES & RESPONSIBILITIES :

• Support and drive the implementation and administration of human resources programs and business initiatives (e.g. onboarding, compensation, talent development)
• Be a champion of change and provide change management support to the business
• Provide advice and assistance in the planning and implementation of business unit / client area change
• Support the development of strategies to address specific Human Resources issues within client business units (e.g : recruitment, retention, labor trends, etc.).
• Conduct exit interviews and providing appropriate feedback to clients
• Maintain and develop Positions Descriptions, including Job Level and Grade
• Educate leaders on total compensation and proactive management of the compensation cycle, as well as managing ongoing compensation issues
• Provide guidance and support with regard to compensation decisions in alignment with company guidelines
• Facilitate the coordination of on-boarding and off-boarding requirements / requests
• Develop onboarding and training plans
• Monitor, analyze, and interpret business unit Human Resources metrics
• Perform required HRIS Audits
• Data Entry, enter new hire information and processing employee changes in the Human Resource Systems (Payroll / Success Factors)
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Advise, consult, and / or coach in employee relations matters and facilitate the resolution of complex workplace disputes
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
• Provide advice and interpretation to front line managers related to employment legislation and Company policies
• Conducts effective, thorough and objective workplace investigations
• Maintains knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Assist in the administration and interpretation of company policies and procedures, regulatory and legal requirements

Recruitment

• Accountable for Canadian salaried full-cycle recruitment
• Oversight of hourly recruitment for assigned client groups; provide guidance and mentorship to Hourly Recruiters
• Provide coaching and support to management
• Track, monitor, analyze, and interpret overall recruitment metrics for client group
• Optimize and establish SOP and systems
• Act as a role model for professionalism when representing the company internally and externally

SPECIAL SKILLS REQUIREMENTS :

• Undergraduate degree in Human Resources / Business or equivalent combination education and experience is required
• Human Resource Professional designation would be an asset
• 3-5 Years of progressive generalist human resources experience
• Ability and credibility to perform at a mid-level capacity within an HR group with a track record of mentoring junior members of the team
• Recruitment and employer branding
• Broad human resources technical skills with specific strengths in recruitment, onboarding, training, compensation and benefits as well as employee development and organizational development
• Thorough knowledge of legislation and regulatory rulings impacting human resources
• Experience with HRIS
• Strong financial and business acumen, an understanding of the needs of the business and the ability to link policies and programs to the business objectives
• Strategic capability, proven critical thinking and problem solving skills
• Positive, can-do attitude providing an ability to deal with challenging situations
• Displays creative and flexible problem solving skills
• Strong Organizational skills, discipline and attention to details
• Willing to challenge conventional thinking and push others to generate new ideas
• An individual of unquestioned business ethics and personal integrity
• Excellent verbal, written and relationship management skills, ability to interact at all levels of the organization
9 days ago